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salary increase and /or one -time monetary payment based on a percentage of current <br />annual rate of base salary, or be subject to a performance -based salary reduction, in <br />accordance with the following: <br />A. For overall performance rated as "Significantly Exceeds Expectations," <br />either step increases or one -time monetary payment or a combination of step increases <br />and one -time monetary payment not to exceed seven and one -half percent (7.5 %) in <br />toto. <br />B. For overall performance rated as "Exceeds Expectations," either step <br />increases or one -time monetary payment or a combination of a step increase and one- <br />time monetary payment not to exceed five percent (5 %) in toto. <br />C. For overall performance rated as "Meets Expectations," a one -time <br />monetary payment in an amount up to but not to exceed two and one -half percent <br />(2.5 %) of current annual rate of base salary or advancement of one step (2.6 %) within <br />the salary rate range. <br />D. For overall performance rated as "Below Expectations," no performance <br />salary increase or monetary incentive payment. <br />E. For overall performance rated as "Unacceptable," no performance salary <br />increase or monetary incentive payment. Additionally, any Executive Management <br />(EM) employee who has received such a rating and who is being paid at a step higher <br />than the minimum rate of the salary rate range, may be reduced by one or more steps <br />at the discretion of the City Manager, <br />F. Application of Guidelines. <br />1. If an Executive Manager who is recommended for a performance <br />increase is at the maximum of his or her salary rate range, then the entire performance <br />increase must be awarded the equivalent amount in a one -time monetary incentive <br />payment. <br />2. Any one -time monetary incentive payment granted under this plan <br />is not an increase in base salary and no salary rate range applicable to any <br />management employee covered by this Resolution will be changed or deemed to have <br />been changed by reason of such payment. <br />3. The City Manager will be responsible for the development and <br />administration of detailed administrative procedures and guidelines for the consistent <br />and effective application of the unrepresented Executive Management (EM) <br />performance -based evaluation system. Such procedures and guidelines will define how <br />performance objectives, measures and standards are developed; when and how <br />performance reviews are to be carried out; how performance component ratings and <br />composite ratings will be scored; and how performance salary increase and monetary <br />incentive payment options are to be exercised. <br />55A -15 <br />